This document provides information about federal employment pathways programs for students and recent graduates, including internships, the recent graduates program, and the presidential management fellows program. It outlines the benefits of federal service and explains the eligibility and application process for each pathways program. Key details are provided on finding and applying for positions using the USAJOBS website and creating an account. Resources for additional information are listed at the end.
Beyond Basic Skills: Building Pathways to Credentials for Adult Education Stu...Marcie Foster
This document discusses the need for career pathways programs in adult education to help low-skilled adults earn postsecondary credentials. It notes that traditional adult education programs have poor transition rates to further education and that a sequential approach takes too long. Career pathways programs integrate basic skills instruction with occupational skills training, allowing students to progress through stackable credentials toward family-sustaining jobs. The document outlines components of effective career pathways programs and cites early promising results from programs in Illinois, Minnesota, and Wisconsin that show high completion and further education rates.
The document provides an overview of the 2013 community assessment conducted by the Community Action Commission of Erie, Huron & Richland Counties (CACEHR). It summarizes the demographics and needs of the three counties through data collection including a community survey. Key findings include high rates of poverty, low educational attainment, and a need for job training, affordable childcare, and youth programs. CACEHR will use these results to guide its programming and address the priority needs of the community.
The document discusses staff roles and reporting structure within Missouri 4-H. It identifies four main staff roles - Program Assistant, Program Associate, Educator, and Specialist - along with their educational requirements. It notes that Regional Directors oversee local staff and that the overall leadership includes the 4-H Program Director, Associate Vice Provost of Programs, and Vice Provost and Director of Extension. The document also summarizes the role and activities of the Missouri 4-H Foundation in supporting 4-H programs and events across the state through fundraising efforts.
The document discusses the Workforce Innovation and Opportunity Act (WIOA) and how it relates to Career and Technical Education (CTE). Some key points:
- State plans under WIOA must include the Carl D. Perkins Act and address career pathways.
- CTE programs should align with labor market data, work with workforce boards on career pathways, and consider aligning Perkins measures with WIOA measures.
- A career pathway is defined as a combination of education, training, and support services that aligns with industry needs, prepares students for secondary and postsecondary options, and helps students enter a specific occupation or field.
This document provides information on resources for students with disabilities seeking jobs or internships. It outlines several national organizations that offer programs like mentoring, career fairs, and profile services to connect students with employers. Specific resources mentioned include Career Opportunities for Students with Disabilities, Lime Connect, the US Business Leadership Network, Disability Job Exchange, and GettingHired.com. It also lists services from Bender Consulting, EntryPoint!, and the Workforce Recruitment Program that recruit and refer students with disabilities to employer partners. The Duke University Career Center provides additional local support for identifying and achieving career goals.
4. grantseeking basic elements of a grantRebecca White
This document provides guidance on the basic elements of a grant proposal, including an introduction, mission and background, statement of need, project description, request for funding and budget, and conclusion. It emphasizes that the introduction should briefly describe the organization, purpose of the proposal, and funding amount requested. The mission and background section explains the organization's goals and how it arrived at its current state. The statement of need justifies the project by explaining the need, using research, statistics, and testimonies. The project description outlines the proposed project, its uniqueness, timeline, goals, objectives, outcomes, and evaluation plan. The funding request specifies how funds will be used and fits into the overall budget. The conclusion summarizes benefits and next
This document provides information about federal employment pathways programs for students and recent graduates, including internships, the recent graduates program, and the presidential management fellows program. It outlines the benefits of federal service and explains the eligibility and application process for each pathways program. Key details are provided on finding and applying for positions using the USAJOBS website and creating an account. Resources for additional information are listed at the end.
Beyond Basic Skills: Building Pathways to Credentials for Adult Education Stu...Marcie Foster
This document discusses the need for career pathways programs in adult education to help low-skilled adults earn postsecondary credentials. It notes that traditional adult education programs have poor transition rates to further education and that a sequential approach takes too long. Career pathways programs integrate basic skills instruction with occupational skills training, allowing students to progress through stackable credentials toward family-sustaining jobs. The document outlines components of effective career pathways programs and cites early promising results from programs in Illinois, Minnesota, and Wisconsin that show high completion and further education rates.
The document provides an overview of the 2013 community assessment conducted by the Community Action Commission of Erie, Huron & Richland Counties (CACEHR). It summarizes the demographics and needs of the three counties through data collection including a community survey. Key findings include high rates of poverty, low educational attainment, and a need for job training, affordable childcare, and youth programs. CACEHR will use these results to guide its programming and address the priority needs of the community.
The document discusses staff roles and reporting structure within Missouri 4-H. It identifies four main staff roles - Program Assistant, Program Associate, Educator, and Specialist - along with their educational requirements. It notes that Regional Directors oversee local staff and that the overall leadership includes the 4-H Program Director, Associate Vice Provost of Programs, and Vice Provost and Director of Extension. The document also summarizes the role and activities of the Missouri 4-H Foundation in supporting 4-H programs and events across the state through fundraising efforts.
The document discusses the Workforce Innovation and Opportunity Act (WIOA) and how it relates to Career and Technical Education (CTE). Some key points:
- State plans under WIOA must include the Carl D. Perkins Act and address career pathways.
- CTE programs should align with labor market data, work with workforce boards on career pathways, and consider aligning Perkins measures with WIOA measures.
- A career pathway is defined as a combination of education, training, and support services that aligns with industry needs, prepares students for secondary and postsecondary options, and helps students enter a specific occupation or field.
This document provides information on resources for students with disabilities seeking jobs or internships. It outlines several national organizations that offer programs like mentoring, career fairs, and profile services to connect students with employers. Specific resources mentioned include Career Opportunities for Students with Disabilities, Lime Connect, the US Business Leadership Network, Disability Job Exchange, and GettingHired.com. It also lists services from Bender Consulting, EntryPoint!, and the Workforce Recruitment Program that recruit and refer students with disabilities to employer partners. The Duke University Career Center provides additional local support for identifying and achieving career goals.
4. grantseeking basic elements of a grantRebecca White
This document provides guidance on the basic elements of a grant proposal, including an introduction, mission and background, statement of need, project description, request for funding and budget, and conclusion. It emphasizes that the introduction should briefly describe the organization, purpose of the proposal, and funding amount requested. The mission and background section explains the organization's goals and how it arrived at its current state. The statement of need justifies the project by explaining the need, using research, statistics, and testimonies. The project description outlines the proposed project, its uniqueness, timeline, goals, objectives, outcomes, and evaluation plan. The funding request specifies how funds will be used and fits into the overall budget. The conclusion summarizes benefits and next
Implementation of Starfish at the Kentucky Community & Technical College SystemHobsons
Implementation of Starfish at the Kentucky Community & Technical College System
Presented by Dr. Michael Krause and Kayla McIntosh
Hobsons University 2015
The DHPE Internship Program provides 12-week public health internships for students from Minority-Serving Institutions. The program began in 2002 with 27 interns from 4 schools placed in 3 cities. It has since grown significantly. Interns complete competency-based projects and are mentored and trained in core public health skills. The program aims to strengthen minority student development, recruit and retain minorities in public health, and improve health outcomes. Students apply by submitting transcripts, references, and a statement of interests. Accepted interns receive assistance with certification, trainings, career coaching, and a stipend.
This document outlines the evaluation strategy for the BFDI Legal Advocacy program. The program aims to promote access to justice for low-income African American families in Wayne County. Key goals include providing legal and social services to families in the child welfare system and reducing overrepresentation of African American families. The evaluation will use a performance monitoring approach with data collected from client and stakeholder surveys, interviews, and records reviews. Findings will be used to assess progress towards objectives and improve program implementation.
FPA vision: All students at Freedom Prep will have the same competitive advantage as the most privileged children in America. This ppt provides the information so you can sign up to Duke TIP!
Doi it ASAP!
TESOL Policy Update and Outlook - What's Next? - Dec 14, 2016John Segota
This document summarizes key policy updates and outlooks related to TESOL. It discusses the transition to a new US Congress and administration in 2017, as well as education policies like ESSA, WIOA, and immigration. Key points include changes to Title funding under ESSA and WIOA, new ESSA provisions and timelines, shifts from NCLB, and resources developed to support implementation of the new laws benefitting English learners. The outlook discusses uncertainty surrounding the new administration and leadership transitions at the Department of Education in 2017.
Lessons Learned from Shifting Gears: Adult Education State Policy Change for ...Marcie Foster
Presentation on the lessons learned from Shifting Gears, a state policy initiative in the Midwest designed to re-engineer state education and training systems to ensure more low-skilled adults obtain postsecondary credentials. Delivered as a conference session during the 2011 National College Transition Network Conference in Providence, Rhode Island.
This document provides an overview of competency-based education (CBE) programs in higher education. It defines CBE and discusses why institutions are adopting this model. It describes the characteristics of CBE programs, including being learner-centered, focusing on learning over time, allowing flexible pacing, and using authentic assessments. The document outlines some examples of CBE programs at institutions like Lipscomb University, Texas A&M University-Commerce, Brandman University, and the University of Michigan. It also discusses the roles of faculty in CBE programs and regulatory guidelines around CBE from the federal level.
Karen R. Berg has over 15 years of experience in higher education and nonprofit work. She has held roles as a graduate assistant and intern providing student advising, career counseling, and managing service learning programs. Her background also includes directing AmeriCorps programs, teaching English abroad, and policy work focused on education, public health, and civic engagement issues. She is currently pursuing a Master's degree in Higher Education at Loyola University Chicago.
The 2018-2022 strategic plan for North Carolina Community Colleges has four main goals: 1) Increase student interest and access to education and training, 2) Provide clear pathways for student progress and success, 3) Ensure the educational pipeline meets workforce needs, and 4) Advance organizational effectiveness. Some key activities to achieve these goals include expanding marketing and outreach, implementing career coaching programs, improving advising and student support services, expanding work-based learning opportunities, leveraging industry partnerships, and implementing a new enterprise resource planning system. The plan was developed through an extensive stakeholder engagement process to guide the community college system in better serving students and meeting the state's economic and workforce needs.
The document discusses various career guidance resources available in California, including websites that allow students to assess their interests and explore occupations, a program that simulates adult life to teach career skills, and research showing the benefits of career exploration programs in helping students graduate and pursue postsecondary education.
Olivia Simmons is a visionary human resources professional seeking a mid to senior level position. She has over 10 years of experience in human resources, supervision, training, administration, and operations. Currently she is a supervisor at Premier Home Health Care Services where she oversees staff caregivers for over 300 clients and manages human resources and healthcare case management. Previously she worked as a human resources coordinator at Hudsonbay Corporation and as a field supervisor for the YMCA's Third Age Program. She has a bachelor's degree in management and is pursuing certificates in human resources and as a professional in human resources.
Susan Dollar Curriculum Vita October 2015Susan Dollar
This document provides a summary of Susan D. Dollar's qualifications, education, and experience. She has over 20 years of experience in higher education administration and student services. She holds a PhD in Higher Education Administration from Texas A&M University and has held roles such as Assistant Dean, Director of the University Career Center at UT San Antonio, and Director of Career Services at Emporia State University. Her experience includes strategic planning, program development, assessment, and management of multi-million dollar budgets and large staffs.
This document provides an overview and outline of training for student organization presidents at Ohio State University for the 2012-2013 school year. It covers topics like registration and funding, the roles and responsibilities of the president, and resources for student organizations. Presidents are trained on completing registration requirements, managing budgets, setting goals, resolving conflicts, and preparing future leaders. The training also reviews registration windows, statuses, funding opportunities, and the role of advisors in supporting student organizations.
The University of California, Berkeley is seeking a Junior Recruiter/Sourcer to source candidates for both operational and professional level positions. Responsibilities include sourcing candidates through various channels, screening and interviewing candidates, analyzing recruitment data, and supporting recruiters. Qualified candidates should have 1-2 years of recruitment, staffing, or sourcing experience and strong communication, analytical, and problem-solving skills.
The University of California, Berkeley is seeking a Junior Recruiter/Sourcer to source candidates for both operational and professional level positions. Responsibilities include sourcing candidates through various channels, screening resumes, conducting data analysis on sourcing efforts, and supporting recruiters throughout the hiring process. Qualified candidates should have 1-2 years of experience in recruitment, staffing or sourcing and strong communication, analytical, and problem-solving skills.
The University of California, Berkeley is seeking a Junior Recruiter/Sourcer to source candidates for both operational and professional level positions. Responsibilities include sourcing candidates through various channels, screening resumes, conducting data analysis on sourcing efforts, and supporting recruiters throughout the hiring process. Qualified candidates should have 1-2 years of experience in recruitment, staffing or sourcing and strong communication, analytical, and problem-solving skills.
The University of California, Berkeley is seeking a Junior Recruiter/Sourcer to source candidates for both operational and professional level positions. Responsibilities include sourcing candidates through various channels, screening resumes, compiling data and metrics on sourcing efforts, and supporting recruiters. Qualified candidates should have 1-2 years of experience in recruitment, staffing or sourcing and strong communication, analytical, and problem-solving skills.
The US Army Corps of Engineers provided an update on environmental and munitions investigations at the former Nansemond Ordnance Depot TNT Source Area 1 site. Geophysical surveys identified over 3,500 anomalies, with a high concentration in one 0.4 acre area. The contractor will intrusively investigate anomalies to identify any subsurface munitions for proper disposal. Upcoming reports will provide further details on the extent of groundwater and soil contamination and recommendations based on data gap investigations and a feasibility study currently underway.
This document provides tips and considerations for successfully navigating the hiring process, including resume preparation, interview preparation, and interview tips. Key points include:
1) The hiring process is competitive and the panel's goal is to select the best qualified candidate. Interview preparation includes researching the job and organization.
2) Resumes should be tailored to the specific job and highlight relevant qualifications, skills, and experience. References should be included.
3) Interviews start before entering the room - anticipate questions, develop answers, and practice responses. Focus on conveying why the panel should select you over other candidates. Bring notes highlighting key selling points.
4) During the interview, make eye contact, show enthusiasm,
More Related Content
Similar to Navigating the Pathways Program and USAJOBS
Implementation of Starfish at the Kentucky Community & Technical College SystemHobsons
Implementation of Starfish at the Kentucky Community & Technical College System
Presented by Dr. Michael Krause and Kayla McIntosh
Hobsons University 2015
The DHPE Internship Program provides 12-week public health internships for students from Minority-Serving Institutions. The program began in 2002 with 27 interns from 4 schools placed in 3 cities. It has since grown significantly. Interns complete competency-based projects and are mentored and trained in core public health skills. The program aims to strengthen minority student development, recruit and retain minorities in public health, and improve health outcomes. Students apply by submitting transcripts, references, and a statement of interests. Accepted interns receive assistance with certification, trainings, career coaching, and a stipend.
This document outlines the evaluation strategy for the BFDI Legal Advocacy program. The program aims to promote access to justice for low-income African American families in Wayne County. Key goals include providing legal and social services to families in the child welfare system and reducing overrepresentation of African American families. The evaluation will use a performance monitoring approach with data collected from client and stakeholder surveys, interviews, and records reviews. Findings will be used to assess progress towards objectives and improve program implementation.
FPA vision: All students at Freedom Prep will have the same competitive advantage as the most privileged children in America. This ppt provides the information so you can sign up to Duke TIP!
Doi it ASAP!
TESOL Policy Update and Outlook - What's Next? - Dec 14, 2016John Segota
This document summarizes key policy updates and outlooks related to TESOL. It discusses the transition to a new US Congress and administration in 2017, as well as education policies like ESSA, WIOA, and immigration. Key points include changes to Title funding under ESSA and WIOA, new ESSA provisions and timelines, shifts from NCLB, and resources developed to support implementation of the new laws benefitting English learners. The outlook discusses uncertainty surrounding the new administration and leadership transitions at the Department of Education in 2017.
Lessons Learned from Shifting Gears: Adult Education State Policy Change for ...Marcie Foster
Presentation on the lessons learned from Shifting Gears, a state policy initiative in the Midwest designed to re-engineer state education and training systems to ensure more low-skilled adults obtain postsecondary credentials. Delivered as a conference session during the 2011 National College Transition Network Conference in Providence, Rhode Island.
This document provides an overview of competency-based education (CBE) programs in higher education. It defines CBE and discusses why institutions are adopting this model. It describes the characteristics of CBE programs, including being learner-centered, focusing on learning over time, allowing flexible pacing, and using authentic assessments. The document outlines some examples of CBE programs at institutions like Lipscomb University, Texas A&M University-Commerce, Brandman University, and the University of Michigan. It also discusses the roles of faculty in CBE programs and regulatory guidelines around CBE from the federal level.
Karen R. Berg has over 15 years of experience in higher education and nonprofit work. She has held roles as a graduate assistant and intern providing student advising, career counseling, and managing service learning programs. Her background also includes directing AmeriCorps programs, teaching English abroad, and policy work focused on education, public health, and civic engagement issues. She is currently pursuing a Master's degree in Higher Education at Loyola University Chicago.
The 2018-2022 strategic plan for North Carolina Community Colleges has four main goals: 1) Increase student interest and access to education and training, 2) Provide clear pathways for student progress and success, 3) Ensure the educational pipeline meets workforce needs, and 4) Advance organizational effectiveness. Some key activities to achieve these goals include expanding marketing and outreach, implementing career coaching programs, improving advising and student support services, expanding work-based learning opportunities, leveraging industry partnerships, and implementing a new enterprise resource planning system. The plan was developed through an extensive stakeholder engagement process to guide the community college system in better serving students and meeting the state's economic and workforce needs.
The document discusses various career guidance resources available in California, including websites that allow students to assess their interests and explore occupations, a program that simulates adult life to teach career skills, and research showing the benefits of career exploration programs in helping students graduate and pursue postsecondary education.
Olivia Simmons is a visionary human resources professional seeking a mid to senior level position. She has over 10 years of experience in human resources, supervision, training, administration, and operations. Currently she is a supervisor at Premier Home Health Care Services where she oversees staff caregivers for over 300 clients and manages human resources and healthcare case management. Previously she worked as a human resources coordinator at Hudsonbay Corporation and as a field supervisor for the YMCA's Third Age Program. She has a bachelor's degree in management and is pursuing certificates in human resources and as a professional in human resources.
Susan Dollar Curriculum Vita October 2015Susan Dollar
This document provides a summary of Susan D. Dollar's qualifications, education, and experience. She has over 20 years of experience in higher education administration and student services. She holds a PhD in Higher Education Administration from Texas A&M University and has held roles such as Assistant Dean, Director of the University Career Center at UT San Antonio, and Director of Career Services at Emporia State University. Her experience includes strategic planning, program development, assessment, and management of multi-million dollar budgets and large staffs.
This document provides an overview and outline of training for student organization presidents at Ohio State University for the 2012-2013 school year. It covers topics like registration and funding, the roles and responsibilities of the president, and resources for student organizations. Presidents are trained on completing registration requirements, managing budgets, setting goals, resolving conflicts, and preparing future leaders. The training also reviews registration windows, statuses, funding opportunities, and the role of advisors in supporting student organizations.
The University of California, Berkeley is seeking a Junior Recruiter/Sourcer to source candidates for both operational and professional level positions. Responsibilities include sourcing candidates through various channels, screening and interviewing candidates, analyzing recruitment data, and supporting recruiters. Qualified candidates should have 1-2 years of recruitment, staffing, or sourcing experience and strong communication, analytical, and problem-solving skills.
The University of California, Berkeley is seeking a Junior Recruiter/Sourcer to source candidates for both operational and professional level positions. Responsibilities include sourcing candidates through various channels, screening resumes, conducting data analysis on sourcing efforts, and supporting recruiters throughout the hiring process. Qualified candidates should have 1-2 years of experience in recruitment, staffing or sourcing and strong communication, analytical, and problem-solving skills.
The University of California, Berkeley is seeking a Junior Recruiter/Sourcer to source candidates for both operational and professional level positions. Responsibilities include sourcing candidates through various channels, screening resumes, conducting data analysis on sourcing efforts, and supporting recruiters throughout the hiring process. Qualified candidates should have 1-2 years of experience in recruitment, staffing or sourcing and strong communication, analytical, and problem-solving skills.
The University of California, Berkeley is seeking a Junior Recruiter/Sourcer to source candidates for both operational and professional level positions. Responsibilities include sourcing candidates through various channels, screening resumes, compiling data and metrics on sourcing efforts, and supporting recruiters. Qualified candidates should have 1-2 years of experience in recruitment, staffing or sourcing and strong communication, analytical, and problem-solving skills.
The US Army Corps of Engineers provided an update on environmental and munitions investigations at the former Nansemond Ordnance Depot TNT Source Area 1 site. Geophysical surveys identified over 3,500 anomalies, with a high concentration in one 0.4 acre area. The contractor will intrusively investigate anomalies to identify any subsurface munitions for proper disposal. Upcoming reports will provide further details on the extent of groundwater and soil contamination and recommendations based on data gap investigations and a feasibility study currently underway.
This document provides tips and considerations for successfully navigating the hiring process, including resume preparation, interview preparation, and interview tips. Key points include:
1) The hiring process is competitive and the panel's goal is to select the best qualified candidate. Interview preparation includes researching the job and organization.
2) Resumes should be tailored to the specific job and highlight relevant qualifications, skills, and experience. References should be included.
3) Interviews start before entering the room - anticipate questions, develop answers, and practice responses. Focus on conveying why the panel should select you over other candidates. Bring notes highlighting key selling points.
4) During the interview, make eye contact, show enthusiasm,
Presentation on the Corps' budget process as it pertains to the James River Federal Navigation Channel. This presentation was presented by Richard Klein, P.E., at the James River Partnership Meeting XVIII
Vessel Traffic Update on the James River in Virginia for the 2014 James River Partnership Meeting, Presented by David Host, Chairman and CEO of T. Parker Host, Inc.
This document provides information from a meeting of the James River Partnership regarding vessel traffic on the James River. It shows statistics on the number of ship and barge roundtrips on the river from 2008 to the projected numbers for 2013. Ship traffic has declined from 133 roundtrips in 2008 to a projected 61 in 2013. Barge traffic has fluctuated but remains significant, with over 2,000 roundtrips projected for 2013. Key cargos transported include petroleum products, aggregates, chemicals and containers.
The document provides an overview of Honeywell's Hopewell, Virginia plant and its environmental performance. It describes the plant's history and products, including its position as the world's largest producer of caprolactam and ammonium sulfate. The plant ships over 900,000 tons of ammonium sulfate annually via its pier on the James River. It also discusses projects undertaken to reduce nutrient pollution to the river by over 85% while increasing production. The document highlights the plant's certified wildlife habitat and efforts to prevent water pollution and eliminate hydraulic oil from its loading equipment.
This document provides information from the Norfolk District of the US Army Corps of Engineers, including:
1) Greetings from Colonel Paul B. Olsen, the district commander, and Lieutenant Colonel Rob Haupt.
2) Recognition of employees who received achievement awards for their work.
3) A graph showing the district's workload and number of full-time employees from FY12 to FY14.
More from Norfolk District, U.S. Army Corps of Engineers (10)
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
Job Finding Apps Everything You Need to Know in 2024SnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find your dream job with ease using the best job finding apps. Discover top-rated apps that connect you with employers, provide personalized job recommendations, and streamline the application process. Explore features, ratings, and reviews to find the app that suits your needs and helps you land your next opportunity.
IT Career Hacks Navigate the Tech Jungle with a RoadmapBase Camp
Feeling overwhelmed by IT options? This presentation unlocks your personalized roadmap! Learn key skills, explore career paths & build your IT dream job strategy. Visit now & navigate the tech world with confidence! Visit https://www.basecamp.com.sg for more details.
IT Career Hacks Navigate the Tech Jungle with a Roadmap
Navigating the Pathways Program and USAJOBS
1. Civilian Human Resources Agency
Pathways Program and USAJOBS
Keith B. Lockwood
Chief, Operations Branch
January 31, 2018
1
Civilian Human Resources Agency
2. 2
Agenda
• Pathways Program
- Intern Program
- Recent Graduates
- Presidential Management Fellows Program
• USAJOBS
- Basic Navigation
- Resource Center
- Federal Occupations by College Major
- Veterans
- Applying for Positions
• Interviews
Civilian Human Resources Agency
3. 3
Pathways Intern Program
Civilian Human Resources Agency
This Program is designed to provide students enrolled in a wide variety
of educational institutions, from high school to graduate level, with
opportunities to work in agencies and explore Federal careers while still
in school and while getting paid for the work performed. Students who
successfully complete the program may be eligible for conversion to a
permanent job in the civil service.
• Eligibility
• Program Administration
• Program Completion
and Conversion
4. 4
Pathways Recent Graduation Program
Civilian Human Resources Agency
The Recent Graduates Program affords developmental experiences in
the Federal Government intended to promote possible careers in the
civil service to individuals who have recently graduated from
qualifying educational institutions or programs.
• Eligibility: Received academic degree within previous two years
• Program Administration: Entry level developmental experience
• Training and Development: IDP, Mentor, 40 hrs of formal training
• After Program Completion
5. 5
Pathways Presidential Management
Fellows Program
Civilian Human Resources Agency
This program is a flagship leadership development program at the
entry-level for advanced degree candidates. Created more than three
decades ago, the program attracts and selects from among the best
candidates and is designed to develop a cadre of potential Federal
Government leaders.
• Eligibility: Advanced degree received within previous two years
• Training and Development: IDP, Mentor, 80 hrs of formal training,
Developmental Assignment of 4 to 6 months
• After Program Completion
6. 6
USAJOBS.gov – Basic Navigation
Civilian Human Resources Agency
• Search Jobs
• My Account
• Resource Center
• Support
• Sign In / Create an Account
• Key words – Location
• US Citizen / Federal Employees
7. 7
USAJOBS – Resource Center
Civilian Human Resources Agency
• Determining the Right Career Path for You
• Federal Occupations by College Major
• Individuals with Disabilities
• International Organization Careers
• Tips – Pathways and many more….
8. 8
USAJOBS – Getting a Job!
Civilian Human Resources Agency
• Conducting your Job Search
• Create a USAJOBS account
• Upload/Create a USAJOBS resume
• Applying for a Job / Self Assessment
Questionnaire
• Upload all important documents
- Resume/Cover Letter
- Transcripts
- Document showing what classes you are
taking (if applicable)
- Veterans Documents (if applicable)